HR Business Partner

Ping Identity•Denver, CO

3d•$100,000 - $125,000•Hybrid

About The Position

We’re looking for an experienced, relationship-driven HR Business Partner to support Ping Identity’s Product and G&A teams across North America. In this role, you’ll partner closely with leaders and employees on organizational support, performance management, people programs, and employment law—helping translate business needs into thoughtful, practical people solutions. At Ping, our HR Business Partners are trusted advisors who build strong relationships, bring deep HR expertise, and play an active role in moving the business forward. Location: This is a hybrid role based out of our Denver headquarters, with an expectation of two days per week onsite.

Requirements

At least 3 years of experience as an HR Business Partner.
Working knowledge of multiple HR disciplines such as compensation practices, performance management, organizational diagnoses, talent management, and respective employment laws.
Ability to maintain confidential information.
Advanced knowledge of Microsoft Office and Google Suite, including advanced experience working with Excel and the ability to maintain complex spreadsheets.
Bachelor’s Degree or equivalent work experience

Nice To Haves

Are a strategic business partner with experience supporting global organizations.
Have deep knowledge of HRMS software – ideally, UKG.

Responsibilities

Act as a champion of the Ping culture and mold a great workplace environment aligned with our core values: customer obsessed, extraordinary results, take ownership, win together, think big, and respect individuality.
Collaborate with management regarding the execution of business strategy, providing HR guidance when appropriate.
Establish trust and credibility with leaders and employees by providing guidance on HR-related issues and educating employees on policies, programs, and processes.
Design, implement, and communicate new programs and policies that align with Ping’s overall business strategy.
Guide leaders through employee development and the performance coaching process, assist with performance discussions, performance improvement metrics, onboarding, and termination processes.
Partner with managers and employees on employee relations issues to constructively resolve problems.
Collaborate with your HR peers to assess the health of organizations and teams, and to create solutions that optimize performance.
Ensure compliance with federal and state employment law, including FMLA, ADA, FLSA and other DOL requirements.